The current UK law is that where the place of employment is changed, the post may be made redundant. A post may be deemed as unsuitable if the distance to travel is too far,
and there is no mobility clause in the employee's contract. An employment tribunal would ultimately have to decide whether or not the employee could be reasonably expected to travel that distance, and thereby decide whether or not a redundancy payment is due.
If redundancy is due, then NATS could in theory apply the minimum as laid down in law. This depends on age and length of service and is calculated on the basis of complete years of service with the employer up to a maximum of 20 years.
The amount of the payment is:
Other considerations when calculating a payment are that:
This information comes from ACAS and should not be taken as a firm legal position. NATS could of course offer enhanced redundancy terms, as it has in the past, but would not be obliged to by law.